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SM Chapter 1
| Term | Definition |
|---|---|
| Organization | consists of people with formally assigned roles who work together to achieve the organization’s goals |
| Manager | someone who is responsible for accomplishing the organization’s goals (by managing the efforts of the organization’s people |
| Five Basic Functions of a Manager | planning, organizing, staffing, leading, and controlling |
| Planning | establishing goals and standards, developing rules and procedures, and developing plans and forecasts |
| Organizing | giving each subordinate a specific task, establishing departments, delegating authority to subordinates, establishing channels of authority and communication, coordinating the work of subordinates |
| Staffing | determine what type of people should be hired, recruiting prospective employees, selecting employees, setting performance standards, compensating employees, evaluating performance, counseling employees, training and developing employees |
| Leading | getting others to get the job done, maintaining morale, motivating subordinates |
| Controlling | setting standards such as sales quotas, quality standards, or production levels, checking to see how actual performance compares with these standards, taking corrective action as needed |
| Human Resource Management | the process of acquiring, training, appraising, and compensating employees, and of attending to their labor relations, health and safety, and fairness concerns |
| Every manager should know... | equal opportunity and affirmative action, employee health and safety, and handling grievances and labor relations |
| Authority | the right to make decisions, to direct the work of others, and to give orders |
| Line authority | gives managers the right to issue orders to other managers or employees (order giver/order receiver relationship) |
| Staff authority | gives a manager the right to advise other managers or employees (advisory relationship) |
| Recruiters | use various methods including contracts within the community and print online media to search for qualified job applicants |
| Equal employment opportunity (EEO) representatives or affirmative action coordinators | investigate and resolve EEO grievances, examine organizational practices for potential violations, and compile and submit EEO reports |
| Job Analysts | collect and examine detailed information about job duties to prepare job descriptions |
| Compensation managers | develop compensation plans and handle the employee benefits program |
| Training specialists | plan, organize, and direct training activities |
| Labor relations specialists | advise management on all aspects of union-management relations |
| Globalization | companies extending their sales, ownership, and/or manufacturing to new markets abroad |
| Free trade agreements | agreements that reduce tariffs and barriers among trading partners, they encourage international trade |
| Strategic human resource management | formulating and executing human resource policies and practices that produce the employee competencies and behaviors the company needs to achieve its strategic aims |
| HR department lever | delivering services efficiently |
| Employee costs lever | setting and controlling the firm's compensation, incentives, and benefits policies |
| Strategic results lever | puts in place the policies and practices that produce the employee competencies and skills the company needs to achieve its strategic goals |
| Performance with a purpose | deliver financial performance while also achieving human sustainability, environmental sustainability, and talent sustainability |
| Employee Engagement | being psychologically involved in, connected to, and committed to getting one's job done |
| Ethics | standards someone uses to decide what his or her conduct should be |
| Leadership & Navigation | the ability to direct and contribute to initiatives and processes within the organization |
| Ethical practice | the ability to integrate core values, integrity, and accountability throughout all organizational and business practices |
| Business Acumen | the ability to understand and apply information with which to contribute to the organization's strategic plan |
| Relationship management | the ability to manage interactions to provide service and to support the organization |
| Consultation | the ability to provide guidance to organizational stakeholders |
| Critical evaluation | the ability to interpret information from which to make business decisions and recommendations |
| Global and cultural effectiveness | the ability to value and consider the perspectives and backgrounds of all parties |
| Communication | the ability to effectively exchange information with stakeholders |
Created by:
calliemiller729